How to Decode Selection Criteria: A Step-by-Step Guide for Australian Job Seekers

What Are Selection Criteria?

Selection criteria are the specified qualifications, skills, experiences, and personal attributes that an employer is seeking in their ideal candidate for a particular role within the public service. Unlike the private sector, where resumes are often the primary document, and cover letters or written applications are secondary, the public sector places priority on the targeted responses to selection criteria. Typically, these responses are formatted as either individual criteria responses, extended cover letters (or ‘pitches’), or 1-2 page statements of claims, in which applicants detail specific experiences that showcase their fit for the role.

Why Are Selection Criteria So Important?

In the public service, where merit-based recruitment processes are applied, selection criteria act as a structured filtering tool that allows hiring managers to fairly and equitably evaluate a candidate pool for a specified position. In other words, they help ensure that every candidate is getting a fair ‘look’ and considered for the position fairly.

If you’ve ever pursued a public service role, you will know that it is a very competitive sector – It’s a great place for work-life balance, lateral and progressive opportunities, and also one of the largest employers in the country.

Therefore, due to the high volume of applicants for public sector positions in Australia, your government selection criteria play a particularly critical role in your application success. Strong and targeted criteria responses allow you to demonstrate your capabilities in the context of the role, your understanding of public service values, and your ability to add measurable value to the organisation. Crafting a targeted and powerful selection criteria response, in the format specified by the position description or advertisement, is crucial to advancing through the competitive hiring process to the interview stage and beyond.

Common Challenges with Addressing Selection Criteria

Addressing selection criteria effectively can be a difficult task, sometimes even more so for experienced professionals who have a larger pool of STAR examples to draw from. Some of the most common obstacles include building out detailed STAR examples, selecting the best examples for the criteria, integrating leadership frameworks and focus capabilities, and understanding the right level of detail to include (often within tight word limits). Each example should reflect the level and complexity appropriate for the role in question. Essentially, your selection criteria response is only as strong as the examples you use – Make sure they are relevant and communicate your skills and capabilities at the correct organisational level for the target role. For example, for federal government roles, consider the APS Work Level Standards to explore the ‘level’ of capabilities required for the various levels, including for APS1-6 and EL1/EL2 roles.

Check the Application Requirements!

Before diving into the drafting or writing, review the job application requirements for the specified role in detail! Government jobs in Australia are picky and specific in terms of what they request for the application – and this can vary from role to role, even with the same agency or team! Different positions may ask for different formats, such as a Statement of Claims, a Pitch, a Cover Letter, or individual responses to each key selection criteria. Being clear on the exact requirements will help you structure your responses correctly and provide relevant examples within the bounds of the application instructions. 

Check the job advertisement, position description (often linked within the advertisement), and even the organisation’s careers page for any information on the application requirements and process that may help you be more informed. 

Identify and Break Down Each Criterion

After confirming the application format requirements, carefully analyse each criterion. Identify key terms, such as “demonstrated experience” or “ability to,” as these signal the level of specificity and depth required in your response. For instance, “demonstrated” implies that you should provide evidence-backed examples, while “ability to” may allow for broader examples where you discuss transferrable skills. This careful breakdown helps ensure that your responses meet the depth and specificity expected by hiring managers.

Analysing Job Descriptions and Other Information for Additional or Hidden Selection Criteria

In public sector applications, it’s common for selection criteria to be indirectly embedded in the position description file, and not necessarily only in the job advertisement. Job advertisements can sometimes display brief or cut-down versions of the selection criteria list. ALWAYS review the position description to ensure you are informed of all of the selection criteria for the role. Review the Key Accountabilities and Focus Capabilities and note down specific details to integrate into your selection criteria responses. 

Additionally, review the organisation’s values and mission to help align your overall pitch tone and purpose with the organisation at a higher level. Examine all of these elements to ensure your application is thorough and stands out by addressing both the explicit and implicit expectations of the role.

Prioritizing and Grouping the Key Selection Criteria

Often, written applications need to be concise due to word or page limits specified for the role. Traditionally, government applications often required individual criteria responses, but are currently moving away from this approach and more often requesting concise applications. For example, responses limited to 750 words, 1000 words, 1 page, or 2 pages, are very common specifications for public service job applications. 

For applications with word or character limits, criteria responses should be grouped into fewer, but more comprehensive, examples. For example, if the role requires leadership and teamwork skills, use an example that highlights both in a single response. This approach allows you to maintain conciseness and relevance while meeting application limits. You will notice that various criteria can overlap at times as well – Be tactful about the examples you utilise, to cover as many criteria as possible with sharp and crisp responses. 

Additionally, review the organisation’s values and mission to help align your overall pitch tone and purpose with the organisation at a higher level. Examine all of these elements to ensure your application is thorough and stands out by addressing both the explicit and implicit expectations of the role.

Reviewing Your Career to Identify Relevant Examples

With a clear understanding of the selection criteria, review your work history to pinpoint stand-out experiences that align with each criterion. Note that your examples should quite importantly speak to your ‘Actions’ and ‘Results’, so try to choose examples where your contributions can be clearly communicated, and the outcomes of your contributions are clear. If the outcomes can be quantified, definitely quantify them! Focus on achievements that demonstrate the relevant capabilities for the role, but also that had a significant impact on the team or organisation. For career changers, identify transferrable skills that align well with the new position’s demands. This process will give you a selection of experiences to draw from when crafting your targeted criteria responses. 

The Right Level of Detail for Selection Criteria

While it’s essential to provide a clear and detailed example, avoid overwhelming the reader with excessive information. Balance specificity with conciseness, and keep your examples to the point by focusing on the key skills and results that most closely align with the selection criteria. 

How to Address Selection Criteria Using the STAR Method

Here’s a step-by-step example to illustrate how to use STAR when crafting a response:

1. Situation: Provide context. Example: “In my previous role as a project manager at [Company], we faced an unplanned deadline shift, requiring immediate adjustments.”
2. Task: Describe your responsibility. Example: “I was responsible for leading the team in restructuring our project timeline and reallocating resources.”
3. Action: Outline your actions. Example: “I coordinated with department heads to redistribute tasks, held daily check-ins with the team, and updated stakeholders to ensure transparency.”
4. Result: Summarise the impact. Example: “These adjustments reduced project delays by 20% and allowed us to meet the new deadline, receiving positive feedback from stakeholders.”

Avoiding Common Pitfalls in Selection Criteria Responses

Avoid common mistakes such as vague language, unsupported claims, or too much focus on the Situation and Task. Instead, make sure the Action and Result sections form the core of your response, as they demonstrate your capabilities and the impact of your capabilities applied in the professional setting. 

Using Quantifiable Results to Strengthen Responses

Whenever possible, incorporate quantifiable results to add weight to your response. For instance, instead of stating “improved customer satisfaction,” specify the achievement: “Increased customer satisfaction scores by 15% within the first quarter.” Metrics like these add credibility to your profile and make your achievements concrete.